Job highlights

- Qualifications . Education: Master s degree in HR / Social Work / Personnel Management / Industrial Relations (MBA HR,MSW,MHRIR,or equivalent) from a recognized institute
- Experience: 8-10 years of overall HR IR experience in role of heading HR and IR functions (preferably in Manufacturing,Automation,or Engineering sector)

Qualifications Education: Master s degree in HR / Social Work / Personnel Management / Industrial Relations (MBA HR, MSW, MHRIR, or equivalent) from a recognized institute.

Experience: 8-10 years of overall HR IR experience in role of heading HR and IR functions (preferably in Manufacturing, Automation, or Engineering sector).

Core Technical Expertise

- In-depth practical knowledge of Indian Labour Laws, Standing Orders, and the Industrial Disputes Act.

- Strong expertise in full-spectrum HR (Talent Acquisition, PMS, LD, Compensation Benefits).

Skills Competencies

- Exceptional conflict management, negotiation, and mediation skills.
- High emotional intelligence and strong stakeholder management capabilities.
- Strategic thinking combined with hands-on operational execution.

Key responsibilities

Job Overview

We are seeking a seasoned, strategic, and hands-on Head of HR IR to lead our end-to-end Human Resources operations and Industrial Relations framework. The ideal candidate will bridge strategic business objectives with operational HR excellence while maintaining harmonious labor relations across manufacturing/plant operations and corporate offices.

This role requires deep expertise in Indian Labour Laws, hands-on experience in managing and navigating the Industrial Disputes Act, and a proven track record of fostering a productive,



compliant, and employee-centric organizational culture.

Key Responsibilities1. Strategic Workforce Planning Capacity Forecasting

1. Demand Forecasting: Partner with business unit leads quarterly or annually to evaluate projected revenue growth, product roadmaps, and business expansion. Calculate headcount needs based on workload capacity.
2. Workforce Gap Analysis: Compare the current headcount skill inventory against future business objectives to pinpoint skill gaps and identify emerging role requirements.
3. Attrition Turn Analytics: Analyze historical turnover rates and seasonal patterns to build target buffer hiring plans and avoid understaffing critical teams.

2. Strategic Industrial Relations Labour Compliance

1. Labour Law Compliance: Ensure 100% statutory compliance under all applicable state and central labour legislation (e.g., Factories Act, Industrial Disputes Act, Contract Labour Regulation Abolition Act, Payment of Wages Act, Minimum Wages Act, POSH, ESI/PF Acts).
2. Industrial Disputes Resolution: Serve as the primary representative in handling conciliation proceedings, labour courts, tribunals, and legal disputes under the Industrial Disputes Act, 1947.
3. Contract Labour Management: Oversee contract workforce management, contractor audits, statutory vendor compliances,



and risk mitigation related to contract labor deployment.

3. Strategic HR Business Partnering

1. HR Leadership Strategy: Develop and align overall HR strategies with organizational goals to drive performance, capability building, and business growth.
2. Talent Acquisition Workforce Planning: Lead manpower planning, executive hiring, and high-volume recruitment for corporate, plant, and field operations.
3. Performance Management (PMS): Drive goal-setting, appraisal cycles, continuous feedback mechanisms, and merit-based reward frameworks across all levels.
4. Organization Development Engagement: Implement employee engagement programs, culture-building initiatives, and change management processes.

4. Operational HR Employee Relations

1. Policy Formulation: Draft, implement, and periodically review HR policies, Standing Orders, Code of Conduct, and disciplinary frameworks.
2. Disciplinary Action Management: Manage domestic inquiries, show-cause notices, charge sheets, and disciplinary proceedings in compliance with natural justice and legal standards.
3. Learning Development: Identify training needs, execute capability development programs, and build leadership talent pipelines.
4. Payroll Benefits Oversight: Oversee payroll processing, employee advantages administration, and compensation benchmarking.

Apply for this role Disclaimer: This job posting has been aggregated from external source. Role details, content, and availability are subject to change. Applicants are advised to confirm the latest information directly on the company website before applying.

📌 HUMAN RESOURCE MANAGER (Noida)
🏢 Shree Prayag Air Controls
📍 Noida